Thomas Goubau

Facing HR Hard Truths

Thomas learned the hard way about outsourcing HR strategy. As his startup scaled, a "spaghetti network" of disconnected tools emerged without strategic oversight. He shares how Q7's People Model Canvas fixes this by bringing objectivity to difficult conversations about people.

3 Blindspots Hidden in Plain Sight

Many leaders miss subtle but important distinctions. Thomas reveals how assuming all roles are the same leads to misaligned processes. Plus, why focusing only on performance instead of cultivating skills dooms companies to irrelevance.

Rituals: The Secret to Alignment

Consistency creates predictability, but many flounder without it. Thomas shows how quarterly offsites, weekly standups and 1:1 coaching sessions turn managers into the "glue that sticks organizations together."

Leaders Adrift Without Clarity

Ambiguity is confusing and leads to mismatched expectations, disappointment, failure to perform against unclear expectations lead to confusion, politics and underperformance.

Executives must define direction to empower decision-making where it belongs, with the person closest to the action. Thomas explains how clarity of vision allows people to execute - and adjust course later if needed.

Get Back to Basics

HR complexity distracts from fundamentals. Thomas stresses the importance of compensation fairness, engagement and developing skills before building culture. A few well-executed routines can transform an organisation.

Parting Wisdom: Keep it Simple...and Sharp

Thomas distills leadership lessons into a single maxim: Focus on clarity, competence and empowerment over bureaucracy. Don't overthink HR - with the right framework, growth handles itself.

Contact Thomas linkedin.com/in/thomasgoubau

Website: scale-up.q7leader.com/ (Personal)

Twitter:thomasgoubau

Email: [email protected]

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I’m going to work with a handful of private clients one-on-one in the new year.

Would you like to work with me? Take my selling strategy audit and then grab 30 minutes in my diary to learn something you don't yet know about yourself. No pressure.

If you want more, at the end of my "audition" with you, it'll be your turn to convince me why I should offer you one of handful of spots I'm making available for new clients. That seems the fairest way for us to assess if we're a good fit. What do you reckon?